Transparency
Every number on Wage Place traces back to an official or published source. Below is a full account of what data we use, where it comes from, how we calculate results, and where the limitations are.
Found an error? Email us or use the "Report incorrect data" link on any tool result. We investigate within 48 hours and publish corrections in our changelog.
Sources
Primary source for all federal and state rates
Federal minimum wage and exemptions
Individual state agency pages for local ordinance rates
Methodology
State rates are sourced directly from DOL Wage & Hour Division publications updated January 1, 2026. Local ordinance rates (city/county) are sourced from individual state labor department announcements. ZIP codes are mapped to the nearest applicable jurisdiction. When multiple rates apply, the tool displays all tiers and highlights the legally applicable rate (highest of federal, state, and local).
Limitations
Local ordinance coverage is not exhaustive — some smaller municipalities with local minimum wages may not be represented. ZIP-to-jurisdiction mapping is based on ZIP prefix ranges and may not be precise for ZIP codes that span multiple jurisdictions. Always verify with your state labor department for compliance decisions.
Sources
Standard definitions for compa-ratio, range penetration, and spread
Industry standard methodology
Methodology
All calculations use standard compensation formulas: Compa-ratio = salary ÷ midpoint. Range penetration = (salary − minimum) ÷ (maximum − minimum). Range spread = (maximum ÷ minimum) − 1. No external data is used — all results are derived from the values you enter.
Limitations
This tool calculates band position — it does not validate whether your band is market-competitive. Use the Salary Range Builder for market benchmarking.
Sources
Primary source for occupational wage data by metro area
Regional wage differentials for location adjustment
Technology and general industry benchmarks
Cross-validation for technology and professional roles
Methodology
Base ranges represent the 25th–75th percentile of U.S. compensation for each job family and experience level, aggregated from BLS OES data and third-party compensation surveys. Location adjustment applies a cost-of-labor multiplier derived from BLS metropolitan area wage differentials. Range spreads follow WorldatWork design principles: 40–50% for entry-level, 50–60% for senior roles.
Limitations
Ranges are market estimates, not guarantees. Industry, company size, funding stage, and specific role responsibilities significantly affect appropriate pay levels. These ranges are most accurate for general industry in major U.S. metros. Specialized industries (finance, biotech, entertainment) may vary substantially.
Sources
City-level cost indices for housing, food, transport, and misc
Quarterly cost of living index by metro area
Category weights (housing 33%, transport 18%, food 16%, etc.)
Methodology
COL indices are composite scores derived from Numbeo city data, C2ER COLI quarterly reports, and BLS regional CPI data. Index of 100 = U.S. national average. Salary adjustment formula: equivalent salary = current salary × (destination index ÷ origin index). Category weights follow BLS Consumer Expenditure Survey allocations.
Limitations
Indices represent metro-area averages. Costs within a metro vary significantly by neighborhood. ZIP codes map to the nearest metropolitan area — suburban and rural areas within a metro may have lower costs than the index suggests. Data is updated annually.
Sources
Methodology reference for pay gap analysis
Statistical methodology reference
Methodology
All calculations are performed on data you upload — no data is stored or transmitted. Average salary per group is calculated using arithmetic mean. Gaps are shown as percentage difference from the overall workforce average. Groups with fewer than 2 employees are excluded to protect individual privacy.
Limitations
Raw pay gaps do not account for differences in role, level, tenure, location, or performance — these are unadjusted gaps. A gap does not necessarily indicate discrimination. Controlled pay gap analysis (adjusting for legitimate factors) requires more sophisticated statistical modeling. Consult legal counsel before taking action on pay equity findings.